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Jacksonville Sexual Harassment Lawyer

Do you need to sue for sexual harassment in Jacksonville?

Sexual harassment in the workplace is a form of unlawful discrimination
on the basis of gender and is prohibited under both federal and Florida
laws. Sexual harassment is used by the harasser as a form of dominance
and control with the intention of degrading the employee. Through sexual
harassment, the victim is placed in a position of inferiority because
of his or her gender.

Consequently, sexual harassment that goes unchecked and unpunished can
cause permanent damage to an employee's career and emotional well-being.
If the harasser is not legally opposed and held accountable, he or she
will likely engage in similar misconduct in the future. Are you the victim
of sexual harassment? Consult the
Jacksonville employment lawyer from the Law Office of Shands M. Wulbern, P.A. today!

Types of Sexual Harassment

Sexual harassment occurs when an employee is targeted with unwelcome sexual
advances, requests for sexual favors, and other types of verbal or physical
conduct of a sexual nature.

Additional conditions that can be used to establish that sexual harassment
has occurred include:

The victim's submission to the advances or acceptance of the request is
explicitly or implicitly made a term or condition of the person's continued
employment or employment status, such as if a manager implies that the
employee might be fired for refusing to perform sexual favors;

The fact of the victim's submission to or acceptance of the advances is
used as a basis in making employment decisions, such as if an employee
who refused to perform sexual favors is denied a raise or demoted

The conduct in question unreasonably interferes with an employee's ability
to work effectively and comfortably in the workplace, due to the conduct's
creation of an intimidating, hostile, or offensive working environment

Quid Pro Quo Sexual Harassment

There are two types of sexual harassment that are legally recognized, hostile
work environment sexual harassment and quid pro quo sexual harassment.
Quid pro quo sexual harassment related to the situation where an employee
is either rewarded or denied a promotion or raise, or gets to keep their
job or not, based on their response to an employer's sexual advances.
It is important to know that even if you as an employee submitted to the
sexual advances or comments made by an employer that does not mean that
you are barred from making a complaint.

The Jacksonville employment lawyer at The Law Office of Shands M. Wulbern,
P.A. is keenly aware of the legal ramifications and the process of pursuing
a claim of quid pro quo sexual harassment in the workplace. We have assisted
many clients in stopping the harassment and recovering financial compensation
for quid pro quo sexual harassment claims. You are protected under both
state and federal law from this type of behavior, and if you have been
a victim, a claim can be filed against your employer, and should be.

Hostile Work Environment

In a hostile work environment, there may not be an actual advance or request
for sexual favors but rather sufficient unwelcome conduct of a sexual
nature, such as jokes, comments, or other offensive conduct. Both tangible
employment action harassment and hostile work environment harassment are
unlawful and can result in the employer being found liable for damages
sustained.

Sexual harassment can be witnessed in the following forms:

Requests for dates

Requests for sexual favors

Unwelcome hugs

Unwelcome kisses

Unwelcome touching

Jokes of a sexual nature

Comments of a sexual nature

Display of inappropriate pictures

Display of inappropriate images

Demeaning comments or slurs based on gender

Acts of a sexual nature

Forms of sexual harassment can either be verbal, written, or physical.
Written sexual misconduct can come in the form of e-mail, text, or social
media. Even if the communications are not vulgar or patently offensive,
they can be considered harassment if they are unwelcome and are intended
to constitute an advance of a sexual nature.

If an employer's conduct causes interference with the employee's ability
to perform his or her job, the conduct can be considered sexual harassment.
Sexual harassment does not need to be sexual in nature.

It can include the following in certain circumstances:

Comments or acts that are demeaning toward one gender

Subjecting one gender and not the other to malicious treatment

Threats or humiliation based upon gender

Take Legal Action with Help from Attorney Wulbern

Unfortunately, many employees are afraid to report inappropriate conduct
out of fear of adverse employment actions such as:

Termination

Demotion

Discipline

Reduction in pay

Denied promotion

Denied training

Denied advancement opportunities

Refusal to hire

It is, however, unlawful for an employer to retaliate against the employee
for lodging a reasonable and good faith complaint of sexual harassment.
If an employee does report unwelcome and offensive conduct, he or she
should expect that the conduct will be properly investigated and remedied
by the employer. With the legal assistance of our Jacksonville sexual
harassment attorney from the firm, you can have confidence that your case
will be properly handled.

Victims of sexual harassment can receive help by taking appropriate measures
to obtain information regarding their legal rights and the legal obligations
of their employers. Valid claims for damages may be warranted to provide
just compensation and an avenue for ensuring that future misconduct will
not occur. At the Law Office of Shands M. Wulbern, P.A., your concerns
of sexual harassment will be taken seriously. Our firm will make every
effort to ensure that your legal rights and career are protected.

Get immediate access to a Jacksonville sexual harassment lawyer to discuss
your situation in confidence by
contacting the office today.

The information on this website is for general information purposes only.
Nothing on this site should be taken as legal advice for any individual
case or situation. This information is not intended to create, and receipt
or viewing does not constitute, an attorney-client relationship.